Last Monday, I was privileged to take part in this year’s New Faculty Orientation. The event, organized by the Faculty Center, welcomed well over one hundred new academic and administrative faculty members to campus for a group lunch and an in-person introduction to UNLV. As part of the program, I enjoyed leading the group through a (hopefully) fun and (definitely) quick conflict resolution icebreaker activity. I suspect, however, that some may still not be entirely sure of what function the Ombuds Office serves. It made me think that, with the new semester about to begin, it would be a good time to share news of the Ombuds Office’s planned programs for the next few months as well as the services it provides.

First, in collaboration with Human Resources, we are presenting the Working Better Together Series as part of the Fall 2022 Human Resources Professional Development program.  Registration for each of the six seminars opens six weeks prior to the session date; as I am writing this, the first three seminars are open to register.

The purpose of this series is to provide all participants with tools to help them work more effectively with others. Most of the sessions tackle the subject of conflict resolution in one form or another. Every workshop is interactive. After learning (in brief) about the main concepts, participants will be able to put those ideas into practice through roleplay simulations and active discussions. Delivered in a concise 90-minute format, these sessions are ideal for faculty, staff, and leaders who are looking to refine their conflict resolution skills.

While the HRPD workshops are geared towards all employees, we are also presenting a series of interactive seminars specifically for faculty. Held at the Faculty Center, there are currently four sessions planned. On September 20, “Knowing What You Want: Better Understanding Your Interests,” will lead participants through an exercise to help them clarify what their underlying needs are, an essential step in building mutually beneficial relationships and getting the most out of just about everything. We are also planning a full slate of activities at the Faculty Center as we celebrate Ombuds Week from October 11 through 14, with a mix of workshops, activities, and even games. And on November 16, the Ombuds Office will present “Clear Communication with Your Chair or Supervisor,” a workshop that will sketch some of the pitfalls in such communications and offer an exercise and roleplay that will let participants practice clear communication skills.

Over the past few months, I’ve been getting more involved with national service opportunities in the ombuds field, as well as taking part in less formal virtual get-togethers with other Ombuds. I have found that connecting with my fellow ombuds in other organizations helps me better frame my work at UNLV, both by keeping apprised of how others approach their jobs and by being reminded how valuable it is to have a peer group. I was thinking that it might be nice to set up a group at UNLV for everyone—whether they are faculty, staff, student, or leaders—who is facing a conflict of some sort, just to discuss strategies.

I have designed series of informal monthly get-togethers, called the Rebel Conflict Roundtable, to meet that need. These lunchtime hybrid one-hour sessions, held on select Fridays during Fall semester, will allow participants to share their perspectives on conflict in a group of others who have faced—or are facing—their own conflicts. To foster trust among participants, all who take part will agree to follow the Chatham House Rule, which holds that those present “are free to use the information received, but neither the identity nor the affiliation of the speaker(s), nor that of any other participant, may be revealed.”

I’m honestly not sure of how much interest the campus has in a conflict support group, and even less sure of what subset of those who are so inclined will be available to attend (either in person or virtually) the meetings. But I am happy to give it a try.

While I am proud of the workshops, seminars, and training sessions the Ombuds Office presents, perhaps the most important work that I do as Ombuds is meeting one-on-one with those who have issues. To meet with the Ombuds, just call (702) 895-1823 or email ombuds@unlv.edu.

What exactly happens at an ombuds consultation? First, the Ombuds will discuss the parameters of the office, and the capabilities and limitations of the Ombuds as defined in the office’s charter. These all tie into the four fundamental principles of the organizational ombuds profession: confidentiality, informality, independence, and impartiality. Basically, it boils down to this: as the Ombuds Office is a confidential space, the Ombuds, with a few narrow exceptions, will never reveal who has visited the office or what they discussed without their express consent. That simultaneously affords protection to visitors and places limits on the Ombuds—because they cannot reveal what was said, they can’t launch investigations or otherwise take administrative action on the concerns brought to them. Similarly, speaking to the Ombuds to does constitute giving notice to UNLV, as the Ombuds is expressly forbidden from revealing what is discussed in the office.

Once that is out of the way (it usually takes about 45 seconds), the visitor can discuss what brought them to the office and ask about the resources and options that are available to them. That might include a review of the requisite policies, bylaws, and/or regulations that surround the issue, or a discussion about which might be the best avenue for a formal resolution.

The Ombuds can also walk a visitor through their options, exploring several possible scenarios. It is worth saying that the Ombuds will never tell a visitor what to do, but rather will help the visitor sort through their alternatives; there are no one-size-fits-all solutions, and what might work for one visitor might not for another.

Finally, and possibly most importantly, the Ombuds is there to listen. At times, any institution can feel impersonal, and any problem can seem overwhelming. Speaking with the Ombuds, you can get, at the very least, someone to listen thoughtfully and help you consider your options.

The best part about visiting the office is that, since Ombuds works informally, there is no record of your visit, and speaking with the Ombuds does not limit your options. For those unsure about how to handle a situation, the Ombuds Office is often an ideal first step.

So, if you would like to talk privately and confidentially about any work- or campus-related concern, please make an appointment with the Ombuds. Our door is open.

And if not, I hope to see you in a workshop this fall.

David G. Schwartz

UNLV Ombuds